Built for your size
A 20-person team isn’t a 2,000-person one.
We set up Rippling Performance Management with review cycles, goals and feedback that fit how your managers actually work, then connect results to pay decisions.
Reviews, goals and feedback built on the same org chart as HR and payroll.
Reviewers, eligibility and timelines update automatically when people join, move teams or change managers.
Goals that cascade and stay visible between review cycles.
Peer, upward and manager feedback collected in one place.
Ratings flow into compensation planning without spreadsheets.
Pick where you are today.
We help you choose a simple format, build the templates and run the first cycle alongside your managers.
Too many questions and unclear deadlines stall cycles. We simplify templates and automate reminders and escalations.
We connect calibrated ratings to compensation bands and budgets so pay decisions are consistent and documented.
We agree what you want reviews to achieve before building templates, then run the first cycle with you.
Our implementation approach →
Review purpose, cadence, rating scale and who takes part.
Templates, goals and feedback settings configured in Rippling.
Short guides and a walkthrough so managers know what good looks like.
Launch, reminders and completion tracking handled with your HR team.
Ratings reviewed by department for consistency.
Results connected to compensation planning and payroll.
Can't find what you need? Talk to our team.
Annual, semi-annual, quarterly and probation reviews, with self, manager, peer and upward feedback in any combination.
Reviewers follow the org chart in Rippling HRIS, so assignments update automatically when reporting lines change.
Yes. Calibrated ratings can inform compensation planning, and approved changes flow to payroll.
Shorter templates, clear deadlines and automated reminders and escalations. We set all three up and track completion with you.
Tell us how you run reviews today. We’ll show you the cycle we’d set up.
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